Issue - meetings

Since the creation of BCP Council through the local government reorganisation of the four preceding councils in April 2019 we have been negotiating with the trade unions to introduce a new Pay and Reward package which aligns pay and conditions across all colleagues. 

This report sets out the progress made since Cabinet last considered the results of the November trade union ballot process and outlines next steps.

The Portfolio Holder for Transformation, Resources and Governance presented a report, a copy of which had been circulated to each Member and a copy of which appears as Appendix 'B' to these minutes in the Minute Book. The Board was advised that BCP Council had been seeking to reach a collective agreement with its recognised trade unions since February 2023. An enhanced offer was proposed, and the trade unions have put this offer to their members which has now been accepted. Both unions have agreed to proceed to a collective agreement.  This enhanced offer has an additional financial cost to the Council of £1.752 million. Negotiations with trade unions on a new Pay and Reward package which aligns pay and conditions across all colleagues had been taking place since the inception of BCP in April 2019. The report set out the progress made since Cabinet last considered the results of the November trade union ballot process and outlines next steps.

The Chair invited representatives of both trade unions to address the Committee to provide an outline of the unions’ positions.

A number of issues were discussed during consideration of this item including:

In discussion of this item, a number of issues were raised and responded to, including:

·     Impact on Staff - Concern was expressed that some staff may be adversely affected by the changes. Officers acknowledged this and explained that while the overall package was designed to be fair and equitable, there were inevitably some individuals whose positions would be less favourable under the new structure.

·     Appeals Process - The Board was informed that a formal appeals process had been agreed with the trade unions to address concerns about job descriptions and role matching. Although the process steps had been finalised, the exact timing of implementation was still under discussion.

·     Recruitment and Retention Payments - It was noted that the widening of pay bands had affected the calculation of recruitment and retention payments particularly within Children’s Services. Officers confirmed that this issue was being reviewed urgently to ensure that any risks related to equal pay claims were mitigated. The Council was working closely with legal advisors to address this matter at pace.

·     Legal and Industrial Relations Risks - The risks of not proceeding with the enhanced offer were clearly outlined. These included potential equal pay claims, unfair dismissal claims, and the possibility of industrial action. Officers stressed that reaching a collective agreement was essential to avoid these outcomes and to provide stability.

·     Recognition of Progress - The Board acknowledged the significant achievement in reaching a collective agreement with the unions. The complexity of aligning pay and conditions across a newly formed unitary authority was recognised, and the efforts of both officers and union representatives were congratulated.

·     Implementation Challenges - The scale of work required to implement the new arrangements was discussed. This included the need to establish job evaluation panels to review any contested role profiles and the concurrent implementation of a new payroll system. Officers assured the Board that  ...  view the full minutes text for item 31